The goal of any energy sector company’s recruiting process is to find the best talent available. But could your recruiting process actually be keeping your company away from top talent?

Mistakes like poorly written job descriptions, poor communication, and extended hiring processes can actually result in top talent dropping out before an offer is made – or worse, choosing not to apply at all. Here are some of the top problems that can repel top candidates and how to fix them:

The job description doesn’t accurately describe the work required.

Candidates may drop out of the hiring process if they learn that the job they thought they applied for isn’t actually the job they’ll be asked to do. Job descriptions that are poorly written or are out of date can easily fail to reflect the position’s real day-to-day demands. If a job description is too “out of sync” with the actual position, candidates who are genuinely qualified for the work may not even apply – while candidates who can’t do the job appear in droves.

Talk to employees in the key position and their supervisors to get an accurate, up-to-date picture of the job’s demands. Use this information to revise job descriptions. In the long term, schedule regular conversations so that job descriptions can be kept up to date.

The hiring team fails to keep candidates informed.

Candidates who aren’t clear on the timeline or the next step in the process may become discouraged. They may read radio silence as lack of interest. In a competitive job market, they may find their chances are better elsewhere – and drop out of the hiring process, even if the company still considers them one of the “top” candidates.

Regular communication is essential to keeping candidates “in the loop” and demonstrating that the company values their input. Even a brief email to let them know they’re still being considered, or a comment at the end of the interview mentioning when the company will follow up, can help keep candidates focused. Talk to your recruiter for tips on integrating regular communication into your hiring process.

The hiring process takes too long.

Hiring top talent in the energy industry is a competitive business. Candidates who are made to wait too long on one company’s hiring process may disappear when a job offer from a competitor appears first. Losing good candidates then extends the hiring process further, exacerbating the problem.

Commit to a prompt hiring process. Consider consolidating interviews into a single “panel” interview or replacing one interview with a job-shadowing opportunity. When delays simply can’t be avoided, remember to let candidates know what’s going on and that they are still “in the running.” Your recruiter can also help you shorten the hiring process by prescreening and recommending qualified candidates.

At FootBridge Energy Services, our experienced recruiters specialize in helping our clients streamline the hiring process in order to attract and hire top talent in the energy industry. Contact us today to learn more.